Different Types of Job Performance Reviews
In my 20+ years of pastoring, I have countless stories and experiences of being blessed while being a blessing to those I served. However, two single days will forever be seared in my memory; both involved my job performance reviews. The first was a two-hour event on Labor Day weekend in 2006. 6-years into my youth pastorate I had my first (ever) job performance review. I met at the office of one of the elders, and for 2 hours, I listened to everything I was doing wrong in ministry. I had many bad habits in ministry at this point – I was lazy.
The second memorable experience came at the tail end of my full-time pastorate. Some of you might have experienced this type of job performance review as well. In some circles, it’s called the hatched job. This time, like the other, it was six years removed from my last. However, the difference in this one was the areas of improvement I was informed about; they were bogus, straw-man arguments.
Both job performance reviews left me emotionally wounded, angry, confused, and frustrated. Also, they left me motivated to be responsible for my personal growth. And that’s true for you too; you are responsible for your growth – nobody else is. Therefore, I am a huge believer in the 360-Degree Review.
Why a 360-Degree Review?
I am a firm believer in the 360-Degree review process because the leader, or client, picks those who will evaluate their performance. That was one of my issues with my Job Performance Review (both times, it was given by elders who were not directly observing my performance).
According to Business Mirror, the 360-Degree review has a clear plan to help the leader improve in their character and job competencies:
- The leader helps choose who among his colleagues should respond to the survey;
- The leader personally communicates with those respondents, asking them to provide their candid observations;
- The report is presented to the leader, either in a group setting or in a one-on-one coaching conversation;
- The leader is provided with context and guidance to help understand the data;
- The leader also receives a customized set of developmental recommendations to help him create a personal development plan;
- There is follow-up from the talent professionals to ensure accountability.
How the 360-Degree Review Works
The 360-Degree review works because the leader drives it. She wants to improve, and she wants the feedback of those that know her best. When the leader is partnered with a trained leadership coach, they can collaborate on a development plan that has metrics to gauge the leader’s growth.
What Is the 360-Degree Review Process?
What follows is my (Terry Porter’s) process for facilitating a 360-Degree Review.
Step 1a: Kickoff Meeting with the Client, Direct Supervisor, and HR Member
To establish the goals of the 360-Degree review and the terms of the review, (e.g., I (Terry) do not do “you’re fired” or “you’re being disciplined” reviews). We also use this time to discuss any procedural matters that may come up. A contract is also agreed upon and signed.
Step 1b: Develop a client/coach engagement.
I will meet with the client for one session to establish a relationship and learn about their personal/professional goals.
Step 2: Complete the Tracker Form.
This form will provide me with the names and contact information of 8-10 individuals I will interview. The contacts include supervisors, direct reports, friends/family members, and co-workers. The client can add more names to the form; however, the cost will increase accordingly (discussed at the kickoff meeting).
Step 3: I (Terry) will schedule the interviews with the participants
Interviews will last 20-30 minutes, and I will ask the participant a series of open-ended questions about the client’s leadership and relationship skills. Then, I work with the client to create questions that address your organization’s mission/vision/core values.
During this interview, I will document (verbatim) what the participant tells me about the client. I have the opportunity to ask follow-up questions or clarify statements made by the participant. This process gleans valuable information compared to a simple “Likert or Radio Button” scale. (e.g., “On a scale of 1-5 how well does Dave interact with the ministry team.” – this type of question doesn’t allow for follow up if it is done through an email exchange or survey form).
Step 4: Tabulation and Schedule of the 360-Degree review with the client.
After completing the interviews, I tabulate the results (combine ALL of the participant responses onto one document).
Step 5: The Review with the client.
As the client and I go over the review, the client will take notes on themes that arise in areas of their personal, professional, and relational life they want to address. The 360-Degree review can be a stressful experience for the client. I attune their high emotions and walk them through the process.
Step 6: Create the Personal Development Plan.
This final step takes the information from the review exercise and streamlines it into one clear document. The development plan takes place three days to a week after the review.
Who Owns the Documents?
- I (Terry) will keep all the 360-Degree Participant feedback forms
- The client owns all other information and can share it with their supervisor if they choose.
How to Start the Process of a 360-Degree Review?
I hope this blog post was helpful for you as you decide about your next job performance review. I’m available to answer any additional questions you might have about the process. Schedule a free consultation at your convenience, anytime!
Folkman, Joseph and Zenger, Jack. What makes a 360-degree review successful, January 11, 2021. BusinessMirror.com